Relevant bibliographies by topics / Employment rights

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employment rights'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employment rights"

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Strong, Kelly C. "Employment Rights." Proceedings of the International Association for Business and Society 1 (1990): 724–42. http://dx.doi.org/10.5840/iabsproc1990133.

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Hepple, Bob. "Restructuring Employment Rights." Industrial Law Journal 15, no. 1 (1986): 69–83. http://dx.doi.org/10.1093/ilj/15.1.69.

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Golden, Paul. "Midwives' employment rights." British Journal of Midwifery 26, no. 11 (November 2, 2018): 754–55. http://dx.doi.org/10.12968/bjom.2018.26.11.754.

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Rodgers, L. "Adjudicating Employment Rights." Industrial Law Journal 44, no. 2 (May 7, 2015): 281–84. http://dx.doi.org/10.1093/indlaw/dwv008.

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Ackerley, Nicky. "IVF - Your employment rights." Veterinary Nursing Journal 31, no. 12 (November 17, 2016): 357. http://dx.doi.org/10.1080/17415349.2016.1251131.

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Dinoto, Michael J. "Employment-Based Property Rights." Journal of Individual Employment Rights 4, no. 2 (January 1, 1995): 87–100. http://dx.doi.org/10.2190/gth4-2n8j-v0wf-c993.

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NAPIER, BRIAN. "Computerization and Employment Rights." Industrial Law Journal 21, no. 1 (1992): 1–14. http://dx.doi.org/10.1093/ilj/21.1.1.

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Anderson, Gordon. "Employment Rights in an Era of Individualised Employment." Victoria University of Wellington Law Review 38, no. 3 (November 1, 2007): 417. http://dx.doi.org/10.26686/vuwlr.v38i3.5530.

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On 7 August 2007, Gordon Anderson delivered his inaugural lecture after becoming a professor in the Law Faculty of Victoria University of Wellington. Gordon took as his theme the protection of employees employed on an individual contract of employment. Following the repeal of the award system by the Employment Contracts Act 1991 the majority of New Zealand employees ceased to be covered by collectively negotiated instruments. Instead the contract of employment became dominant. The lecture argued that the common law contract of employment provides little protection for employees. Instead protection depends on some critical statutory interventions that provide a degree of balance within the employment relationship. While not perfect, these protections may be the best that can be expected in the real world of employment.
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NIK SALEH, NIK SALIDA SUHAILA. "PROTECTION AGAINST PRE-EMPLOYMENT DISCRIMINATION IN MALAYSIA." Malaysian Journal of Syariah and Law 8, no. 1 (June 1, 2020): 1–8. http://dx.doi.org/10.33102/mjsl.vol8no1.219.

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The principles of equal rights and non-discrimination as well as the right to equality before the law and equal protection of the law are fundamental human rights principles enshrined under Article 55 of United Nations Charter and Article 7 of the Universal Declaration of Human Rights (UDHR). The UDHR, international human rights standards and state practise consistently view employment and the right to work to include pre-employment. Therefore, rights during pre-employment would also fall within the scope of right to work regime. It is important to stress that the employer must not make employment decisions based on personal characteristics such as gender, race, nationality, ethnic origin, religion or belief, disability, age or any unrelated issues to inherent job requirements. Employer must base the employment relationship on the principle of equal opportunity and fair treatment and will not discriminate with respect to all aspects of the employment relationship, including recruitment and hiring, compensation (including wages and benefits), working conditions and terms of employment, access to training, promotion, termination of employment or retirement, and discipline. This paper will analyse the international laws, laws of other jurisdictions and Malaysian laws on protection against pre-employment discrimination. Recommendations would be accorded to ensure that Malaysia guarantee equal rights among jobseekers
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Grimes, Paul W., Richard W. Painter, and Keith Puttick. "Employment Rights: A Reference Handbook." Southern Economic Journal 61, no. 3 (January 1995): 882. http://dx.doi.org/10.2307/1061011.

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Dissertations / Theses on the topic "Employment rights"

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Ball, Yvonne. "Privacy rights in employment." Thesis, University of Central Lancashire, 2008. http://clok.uclan.ac.uk/21606/.

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This thesis undertakes to research the development of domestic legal protection for privacy rights within employment. Unusually for a current work, it does this by returning to the genesis of the protections. The work challenges pervasive arguments that the notion of confidence did not protect privacy and exceptionally argues that the earliest incarnation of the notion of confidence was well equipped to protect private and personal information against disclosure. The thesis puts forward the novel view that the problems that have arisen in providing domestic protection for such information, in the absence of a right to privacy, are the result of an unfortunate narrowing of the original notion. This position is underpinned by the contention that a number of cases misinterpreted the nature of the original tort and did not fully recognise the requirement to provide protection against the acquisition of personal information. The historical analysis contributes to current knowledge by providing an alternative interpretation of the historical legal framework. This analysis provides an unorthodox assessment of the opportunities provided to the courts by the notion of confidence, to enhance both the theory and practical impact of the protection of privacy rights within employment Furthermore the thesis evaluates a broad range of case law from the European Court of Human Rights. These include general privacy cases, those involving wrongdoers as well as general employment cases. These cases are used to identify any consistent themes or conflicts in the application of the right to privacy. The evaluation produces a highly developed analysis and uncovers the latent significance of employment policies in both the protection of and the intrusion into, an employee's privacy. Most notably and distinctively the thesis identifies the important role that a well-crafted policy can have in augmenting an insubstantial legislative framework, provided that some legal basis provides the foundation for the policy. This evaluation also exposes the implications of any policy, which provides the basis for an interference with an employee's privacy and unconventionally highlights that the mere existence of such a policy can of itself amount to an intrusion, whether or not it is put into practice. Moreover, the thesis considers whether the incorporation of the right to privacy into domestic law has any impact upon private sector employers and employees. It heightens knowledge of the positive obligations placed upon the state and the courts to protect the right to privacy of all individuals against intrusions by the state and significantly against intrusions by other individuals or private sector organisations. The thesis therefore provides a valuable addition to current understanding of the interventionist and rigorous protections for privacy rights within employment, provided by the Strasbourg Court. This in turn provides the foundation for the unique evaluation of how effectively the right to privacy is incorporated into current domestic law. The thesis has taken the valuable opportunity provided by the tenth anniversary of the publication of the Human Rights Act 1998 to consider its impact upon privacy rights within employment. It takes advantage of the occasion to re-evaluate the categories of confidence and privacy and to analyse the principles underpinning the notions within domestic courts. The work exceptionally compares the development of domestic employment law with the development of general civil and criminal cases. This is an effective structure, which facilitates the development of arguments outlining how privacy rights within employment can be more effectively recognised and protected. The thesis does not shirk the challenges posed by the complex and difficult piece of legislation known as the Regulation of Investigatory Powers Act 2000, a particularly puzzling statute'. 1 It singularly and painstakingly reviews its provisions and questions whether accepted interpretations are correct or workable. The work offers an independent analysis of the rationale and application of its terms and brings to light the finding that despite its name Part II of the Act does not provide any powers and does not regulate the use of any existing powers but merely provides a framework, by which, intrusions may be undertaken by public authorities 'in accordance with the law' where there is no other statutory basis for the interference. The thesis makes an interesting case that other than where it creates criminal offences and civil liabilities for the interception of communications2, it has little if any effect upon the monitoring of employees, whether in the public or private sectors. The thesis also evaluates the Data Protection Act 1998 and The Employment Practices Code. It originally asserts that the Act and the Code provide the statutory basis for employers to intrude into the private lives of employees and prospective employees 'in accordance with the law' where it is necessary and proportionate to so; providing the employer has established and published policies that make the intrusion foreseeable in the circumstances. The fact that these arguments need to be evaluated and explained, naturally leads to the explicit conclusion that the incorporation of the rights protected by Article 8 in the statutory framework have failed to supply the necessary clarity to provide forseeability or to give, strengthen or explicitly restrict privacy rights within employment. Additionally, the creative comparison with the general privacy and criminal cases brings to light the evident disparity in the development of the case law in these areas compared with the development within employment cases. The thesis sets out the &adual but definite maturing of the protection noticeable in general privacy and criminal cases, particularly in v W [2003] EWCA Crim 1632 p. 98 2 Which themselves are modified by the Telecommunication (Lawful Business Practice) (Interception of Communications) Regulations, 2000 L1 relation to wrongdoing and rehabilitation, arguing that this has yet to filter into the employment cases. This leads to proposals for reform to remove the evident confusion for employers, employees, legal advisors, those providing oversight and commentators. The proposals encourage the judiciary to embrace the challenges and possibilities provided by the Human Rights Act 1998 to provide appropriate protections for privacy rights within employment. The thesis provides a platform for further research within this area and makes recommendations as to how the findings could be developed by both empirical research or by further comparative studies. The unusual approach to the research, the original nature of the findings and proposals for reform provide a valuable contribution to knowledge of the domestic legal framework, both statutory and common law suggesting both how it may be more effectively applied and how it could profitably be developed and clarified for both employers and employees. The thesis has thereby moved the debate to a different theoretical place from the established view of the ability of domestic law to effectively protect privacy rights within employment.
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Shim, Jaejin. "Equality or the right to work? : explanation and justification of anti-discrimination rights in employment." Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2176/.

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This thesis explores the relationship between anti-discrimination rights in employment and equality, on the one hand, and the right to work, on the other hand, in an attempt to achieve a full understanding of this relationship, in terms of three different dimensions: the analytic, the moral and the socio-legal. Firstly, the thesis aims to examine analytically the relationship between anti-discrimination rights in employment and the two values. Secondly, the thesis considers whether such a relationship is morally desirable. Thirdly, it looks at how the current relationship between anti-discrimination rights in employment and equality was established. The thesis adopts three different kinds of methodology, corresponding to each of the three aspects of the relationship mentioned above: conceptual analysis, moral evaluation and socio-legal studies. In a methodological sense, the thesis will explore the conceptual and socio-legal explanation and the justification of anti-discrimination rights with reference to the two values. This thesis firstly concludes that the right to work approach to anti-discrimination in employment, as an alternative to the equality approach, would explain anti-discrimination rights in employment more clearly and consistently. Secondly, it shows that, with reservations in relation to some parts of the prohibition of indirect discrimination, the right to work approach would transform the prohibition of direct and indirect discrimination in a more justifiable way than the equality approach, as the former would solve the justifiability issues caused by the latter. Nonetheless, the socio-legal study of the anti-discrimination laws of the US and UK demonstrates that equality was established as their underlying value in a particular socio-legal context, where economic liberty was dominant in the regulation of the workplace and the social movements were separated from the trade unions, mainly reflecting male or white workers and neglecting the voices of those who were vulnerable to the then prevalent forms of discrimination.
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O'Connor, Niall. "The impact of EU Fundamental Rights on the employment relationship." Thesis, University of Cambridge, 2019. https://www.repository.cam.ac.uk/handle/1810/286333.

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The purpose of this thesis is to assess the impact of the EU Charter of Fundamental Rights (the Charter) on the employment relationship. The Charter has long been praised for its inclusion of socio-economic rights alongside traditional civil and political rights. It might have been thought, therefore, that the Charter would be a particularly potent tool in the employment context, characterised as it is, by the continuous interaction between economic and social rights. However, to draw an analogy from George Orwell's Animal Farm, although 'all rights are equal, some rights are more equal than others'. Not only does the Charter distinguish between 'rights' and 'principles', but the EU Court of Justice (CJEU) seems actively to prioritise the Charter's economic freedoms over the social rights. This thesis focuses on the consequences of this variable geometry for the regulation of the employment relationship. In particular, it examines the widening gap between contractual autonomy/business freedom as a fundamental right found in article 16 of the Charter and the employment rights contained in the Solidarity Title. Of particular concern from an employee's perspective is the decision of the CJEU in the case of Alemo-Herron and its progeny. In a series of highly deregulatory judgments, the CJEU has found that the employee-protective aim of the relevant legislation was incompatible with the employer's freedom to conduct a business. At the same time, the CJEU has been reluctant to invoke the Charter's employment rights to give an employee-friendly reading to legislation. The effect of this divergence for the employment relationship is explored in two ways. On a micro level, the thesis looks to the very practical or 'day to day' influence of fundamental rights at various stages in the life cycle of the employment contract. It addresses the relationship between individually agreed employment terms and fundamental rights sources. The macro level considers the broader question of the effect of fundamental rights on the EU's (or the State's) ability to regulate the employment relationship more generally. It is demonstrated that there may be a systemic problem with fundamental economic freedoms being prioritised over social rights, namely the employment provisions of the Charter.
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Ndungu, Martha Wanjiru. "Employee rights over inventions and innovations in employment in Kenya." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/20817.

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We live in an economy where intangible assets have become valuable commodities. These intangible assets are created by individuals, or groups who apply their creativity and ingenuity appropriately. The result of such ingenuity and creativity is product that is deemed to be so important that it qualifies for legal protection. Such assets will benefit any individual, business, company or enterprise that has the ownership right or title and the ability to commercially exploit the asset. Therefore, there is an interest in the ownership and control of the assets as well as the manner in which legal entitlement is devised by the law. Where, the asset is an invention that is patentable the law has granted the employer ownership. This thesis considers how the law balances the right it gives to the employer and the compensation it grants the inventive employee. The thesis seeks to ensure that an employee-inventor has been adequately compensated for his ingenuity and for producing the fruits of his creativity.
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Gauss, Tanja Claudine. "The extension of employment rights to employees who work unlawfully." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1569.

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South Africa has over the years and particularly since the enactment of our new Constitution, attracted an increasing number of foreigners. One of the main problems associated with the large number of illegal immigrants in this country is that they are placing strain on South Africa‟s already scare resources such as housing and healthcare. A further problem is that these illegal immigrants are competing with South Africans for jobs which are already scarce, and thus aggravating the unemployment situation. Nevertheless, these illegal immigrants are being employed and by virtue of their circumstances are easily exploited and often the victims of cheap labour, corruption, eviction and assault. Given that these workers are illegal immigrants not in possession of the required work permits, their employment is prohibited by the Immigration Act 13 of 2002. They are thus illegal workers. Another category of illegal workers are those, predominantly women, who are employed in an industry which offers easy income with no contractual obligations – the prostitution industry. Despite the prohibition of prostitution by the Sexual Offences Act 23 of 1957, the prostitution industry throughout South Africa continues to exist. These workers are also particularly vulnerable and easily exploited and abused by their employers. Illegal immigrants and sex workers in South Africa have until recently been denied access to the protection of our labour legislation, by virtue of the illegality of their employment contracts. However two recent controversial decisions, that of the Labour Court in the Discovery Health case, and that of the Labour Appeal Court in the Kylie case, have changed this position.
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Tarnoff, Karen Ann. "Students' attitudes toward unions and employment rights issues: a preliminary investigation." Thesis, Virginia Tech, 1993. http://hdl.handle.net/10919/40629.

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Cholewinski, Ryszard. "Migrant workers in international human rights law : their protection in countries of employment /." Oxford : Clarendon Press, 1997. http://www.gbv.de/dms/spk/sbb/recht/toc/279985177.pdf.

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Duckworth, Stephen Charles. "Disability and equality in employment : the imperative for a new approach." Thesis, University of Southampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295608.

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Kabbenäs, Malin. "Förbigående av företrädesrätten till återanställning med hjälp av bemanningsföretag : -Att anses som ett kringgående av LAS?" Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-41728.

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The aim of this essay is to discuss the problems concerning the right of priority for re-employment in connection to employing temporary agency workers. This will be done with the help of relevant laws, preparatory work and literature that fall within the scope of the legal dogmatic method. Using temporary personnel is becoming considerably more common throughout the Swedish workplace. In recent years there has been a rapid growth of work agencies and a tendency to employ temporary personnel. At the same time employees are made redundant, suffering the consequences that arise from the workplace failing to abide by the rules of re-employment. In order to claim that the employer has failed to follow the right of priority for re-employment, evidence must be sufficient. It must also show that the employers’ actions were unfit in relation to the circumstance. It is difficult to identify whether the employer has failed to follow the right of priority for re-employment. The aim, measures and actions of the right of priority for re-employment must be reassessed in order to apply the law effectively. Unfortunately, in comparison to the labor management rights act, the right of priority for re-employment is easily bypassed.
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Valette, Delphine. "Protection against employment HIV-testing and HIV/AIDS related discrimination : the potential and limitations of UK anti-discrimination law." Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391178.

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Books on the topic "Employment rights"

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Jefferson, Michael. Employment rights. Birmingham: CLT Professional, 1997.

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Unit, Scottish Low Pay. Employment rights. [Glasgow]: Scottish Low Pay Unit, 2005.

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Employment rights. Cape Town: Juta, 2010.

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Advisory, Conciliation and Arbitration Service. Individual employment rights. London: ACAS, 1995.

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Corby, Susan, and Pete Burgess. Adjudicating Employment Rights. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201.

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Werhane, Patricia H., Tara J. Radin, and Norman E. Bowie, eds. Employment and Employee Rights. Oxford, UK: Blackwell Publishing Ltd, 2004. http://dx.doi.org/10.1002/9780470774151.

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J, Radin Tara, and Bowie Norman E. 1942-, eds. Employment and employee rights. Malden, MA: Blackwell Publishing, 2004.

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Decker, Kurt H. The individual employment rights primer. Amityville, N.Y: Baywood Pub. Co., 1991.

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1951-, Leech Michael J., ed. Employment termination: Rights and remedies. Washington, D.C: BNA Books, 1985.

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1951-, Leech Michael J., ed. Employment termination: Rights and remedies. 2nd ed. Washington, D.C: Bureau of National Affairs, 1993.

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Book chapters on the topic "Employment rights"

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Sargeant, Malcolm, and David Lewis. "Parental and maternity rights." In Employment Law, 271–94. 9th edition. | Milton Park, Abingdon, Oxon ; New York, NY :: Routledge, 2020. http://dx.doi.org/10.4324/9780429259241-9.

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Corby, Susan, and Pete Burgess. "Introduction: Issues and Overview." In Adjudicating Employment Rights, 1–19. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_1.

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Corby, Susan, and Pete Burgess. "South Africa." In Adjudicating Employment Rights, 160–74. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_10.

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Corby, Susan, and Pete Burgess. "Sweden." In Adjudicating Employment Rights, 175–87. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_11.

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Corby, Susan, and Pete Burgess. "United States of America." In Adjudicating Employment Rights, 188–205. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_12.

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Corby, Susan, and Pete Burgess. "Evaluation: Applying Yardsticks." In Adjudicating Employment Rights, 206–26. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_13.

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Corby, Susan, and Pete Burgess. "Employment Adjudication: Comparisons and Anomalies." In Adjudicating Employment Rights, 20–43. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_2.

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Corby, Susan, and Pete Burgess. "France." In Adjudicating Employment Rights, 44–60. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_3.

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Corby, Susan, and Pete Burgess. "Germany." In Adjudicating Employment Rights, 61–79. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_4.

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Corby, Susan, and Pete Burgess. "Great Britain." In Adjudicating Employment Rights, 80–95. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137269201_5.

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Conference papers on the topic "Employment rights"

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Khattaa, Semirames, Bárbara Laurindo da Silva, and Manuela Pereira Gomes. "Public policies and social rights: employment and income in Brazil." In 7th International Congress on Scientific Knowledge. Perspectivas Online: Humanas e Sociais Aplicadas, 2021. http://dx.doi.org/10.25242/8876113220212439.

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The analyzes of public policies and their interface with the law are related to the effectiveness of fundamental rights. This article aims to analyze how the creation and execution of public policies aimed at the realization of fundamental social rights, especially those aimed at employment and income, as well as the judicial control of these public policies, are carried out. It seeks to identify the mechanisms and limits inherent to Public Administration to promote the realization of these rights in an equal way. The investigation of institutional designs, federative arrangements, and programs and the legal foundations and theoretical bases of public policies founded with the consolidation of the Constitutional State of Law seek to identify possible bottlenecks in the Brazilian Public Administration for the effectiveness of socialrights, such as those aimed at employment nationwide and the municipal administration, especially in Campos dos Goytacazes. The study will be based on a bibliographic research and analysis of the legislative and jurisprudential process on the subject, with data collection from the websites of the federal and municipal government of Campos, Ministério Público, Courts of Auditors, IPEA, IBGE, Federal Chamber of Deputies and well. as the Federal Supreme Court (STF). With the systematization of theoretical references on public policies and fundamental rights, a proposal to identify the articulation and dialogue between the powers in the area of realization of specific social rights related to work and income, and the elaboration of an article summarizing the results achieved by the analysis of effectiveness with the analysis of the importance of the effectiveness of fundamental rights with the identification and systematization of the main institutional obstacles to their implementation
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Mo, Li, Jianzhong Zhou, Qingqing Li, and Yongchuan Zhang. "Three-win Strategies of Generation Rights Trade with Employment Participation of Exchange Center." In 2008 Fourth International Conference on Natural Computation. IEEE, 2008. http://dx.doi.org/10.1109/icnc.2008.621.

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Sugiyanto. "Reconstruction of Regulation for Government Employees with Employment Agreements on Rights and Obligations as a Value-Based State Civil Apparatus." In International Conference on Law, Economics and Health (ICLEH 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200513.048.

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Kotulovski, Karla, and Sandra Laleta. "THE ABUSE AND EXPLOITATION OF FOREIGN SEASONAL WORKERS: DID THE CORONAVIRUS EMERGENCY WORSEN ALREADY PRECARIOUS WORKING CONDITIONS IN THE AGRICULTURAL SECTOR?" In EU 2021 – The future of the EU in and after the pandemic. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2021. http://dx.doi.org/10.25234/eclic/18310.

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Seasonal workers are increasingly important in some Member States as a means to fill the labour market needs. Preferred due to their lower salaries, greater docility and the evasion of administrative and social security obligations, migrant workers are often treated less favourably than domestic workers in terms of employment rights, benefits and access to adequate housing. The agricultural sector of employment is particularly at risk of labour exploitation during harvest seasons and thus associated with atypical or informal forms of employment and precarious working conditions. The COVID-19 pandemic gave visibility to the new risks the seasonal workers are exposed to. In addition, it showed that in some cases such problems can lead to the further spreading of infectious diseases and increase the risk of COVID-19 clusters. The consequences of of the pandemic can be observed in Croatia too. This paper primarily covers the position of third-country nationals who enter and reside in Croatia for the purpose of agricultural seasonal work within the framework of the Seasonal Workers Directive (Directive 2014/36/EU). Significant challenges facing the Croatian labour market have been addressed by means of a comparative approach in order to present the current situation on the EU labour market and suggest potential legal solutions applicable in regard to the national circumstances.
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Chen, Junyan, and Gongjing Gao. "Research on the Protection of Female Employment Rights under the Background of the Universal Two-Child Policy — Taking H District of Jinan City as an example." In Proceedings of the 2nd International Seminar on Education Research and Social Science (ISERSS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iserss-19.2019.35.

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Chen, Junyan, and Gongjing Gao. "Research on the Protection of Female Employment Rights under the Background of the Universal Two-Child Policy — Taking H District of Jinan City as an example." In Proceedings of the 2nd International Seminar on Education Research and Social Science (ISERSS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iserss-19.2019.340.

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Andaç, Faruk. "Strike is a Fundamental Right for Workers." In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00599.

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Strike is a temporary action for a mass refusal of employees to work in order to ensure that their demands are met. It is called “Strike” in English (which means to break, to burn, to attack) because the first strike events occurred in England as which involved breaking the machines using brake blocks. Workers used to show their reactions towards their employer as by breaking the machines. The same phenomenon existed also in France. Workers in France used to leave their working places all together and go to the Greve area next to River Seine and seek solution to their problems in the cafes. This is how the concept of going on strike, Aller à la Grève (in French), was adopted by Turkish. Strike is a right for workers. It is to leave a workplace unanimously. It is not considered a reason for annulment of employment contract. It is legal and aims to ameliorate the working conditions. Workers should possess the same conditions as their employer in order to determine working conditions by their own free will. Although the employer seems to possess a stronger position as he/she owns the workplace, the workers may possess the same rights as their employers by becoming members of a trade union. When the workers and the employer are unable to reach an agreement on the working conditions, all the workers leave their workplace and go on strike. They partially or completely hamper the activities of the employer. During the strike the workers do not receive their salaries.
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İrmiş, Ayşe, Mehtap Sarıkaya, and Hatice Çoban. "People's Sector as an Alternative Economic Model and the Example of Denizli." In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00662.

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People’s sector is an establishment of an enterprise result of bringing together production tools take decisions related to the management of this property and create self-employment opportunities with people’s own savings. This is the most distinctive feature from the private sector and the public sector. As well as the public sector and the private sector, labor is a part of the production, but in people’s sector, employees participate in management, capital and profit. In private sector and public sector there is an up to down organization but in People’s Sector, organization settles from down to top. People’s Sector resemble to publicly held companies and worker companies in Western Europe and United States but differ from them in the form of establishment and statue of partnership. Because in these companies in the West, government or private sector open shares to public or make workers partner to the shares. In these companies, managerial decisions belong to the person or group that holds most of the shares. Whereas in public sector enterprises, people come together and have equal rights in establishment and management of the enterprise, without any person or group keeping the majority of shares in the hand. Without a precedent in the world, this sector is formed in 1970’s with the savings of the workers went from Turkey to Germany and other European countries. In this study, a literature rewiev in the people’s sector has been made, then exemplary research was carried out by the founders of the two People’s sector companies.
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Крохичева, Галина, Galina Krohicheva, Амина Бокова, and Amina Bokova. "THE PROBLEM OF UNEMPLOYMENT IN RUSSIA AND WAYS OF ITS SOLUTION." In Modern problems of an economic safety, accounting and the right in the Russian Federation. AUS PUBLISHERS, 2018. http://dx.doi.org/10.26526/conferencearticle_5c506172e54322.36931739.

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The problem of unemployment and employment is one of the main problems not only in Russia, but throughout the world. The article gives the concept of unemployment, its features and causes of growth; The level of unemployment in Russia is analyzed; the mechanism for implementing the state employment policy is presented.
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A. Lipinski, Tomas. "To Speak or Not to Speak: Developing Legal Standards for Anonymous Speech on the Internet." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2526.

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This paper explores recent developments in the regulation of Internet speech, in specific, injurious or defamatory speech and the impact such speech has on the rights of anonymous speakers to remain anonymous as opposed to having their identity revealed to plaintiffs or other third parties. The paper proceeds in four sections. First, a brief history of the legal attempts to regulate defamatory Internet speech in the United States is presented. As discussed below this regulation has altered the traditional legal paradigm of responsibility and as a result creates potential problems for the future of anonymous speech on the Internet. As a result plaintiffs are no longer pursuing litigation against service providers but taking their dispute directly to the anonymous speaker. Second, several cases have arisen in the United States where plaintiffs have requested the identity of the anonymous Internet speaker be revealed. These cases are surveyed. Third, the cases are analyzed in order to determine the factors that courts require to be present before the identity of an anonymous speaker will be revealed. The release is typically accomplished by the enforcement of a discovery subpoena issued by the moving party. The factors courts have used are as follows: jurisdiction, good faith (both internal and external), necessity (basic and sometimes absolute), and at times proprietary interest. Finally, these factors are applied in three scenarios—e-commerce, education, and employment—to guide institutions when adopting policies that regulate when the identity of an anonymous speaker— a customer, a student or an employee—would be released as part of an internal initiative, but would nonetheless be consistent with developing legal standards.
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Reports on the topic "Employment rights"

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Richards, Edward D. The Operational Reservist; Their Civilian Employers and the Uniformed Services Employment and Reemployment Rights Act (USERRA). Fort Belvoir, VA: Defense Technical Information Center, March 2010. http://dx.doi.org/10.21236/ada544360.

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Montefusco, Maria, and Kai Koivumäki. Nordic indicators for cooperation on disability – Monitoring the implementation of UNCRPD and Agenda 2030. Edited by Christina Lindström. Nordens välfärdscenter, June 2021. http://dx.doi.org/10.52746/ovbi5427.

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No person with a disability shall be left behind. This report presents suggested indicators for monitoring the implementation of the UN Convention on the Rights of Persons with Disability and Agenda 2030 in the Nordic region. The vision of the Nordic cooperation is to become the most integrated and sustainable in the world by 2030. The vision mirrors the sustainable development goals of Agenda 2030, according to which no-one shall be left behind. Persons with disabilities have the right to inclusion, and the Nordic countries monitor the developments of living conditions for persons with disabilities. All countries have also ratified the Convention on the rights of persons with disabilities and have high ambitions with regard to Agenda 2030. Throughout the region we face similar challenges concerning inclusion. Participation is not equal, not in employment, nor in education, economy, or health. But to improve this we need to see it. Even if a set of indicators is not the only way forward, they can help us measure if we are on the right track. In this report, we suggest a set of indicators that could be developed further and used to follow the developments towards inclusion and measure living conditions. By developing such a set of comparable indicators in the Nordic countries, we can see whether the countries separately and collectively follow the intentions of the UNCRPD to improve the living conditions of people with disabilities. The indicators are also an aid in the work to identify whether we are working correctly to achieve the Agenda 2030 targets.
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Wickenden, Mary. Disabled Children and Work: An Overview of a Neglected Topic with a Specific Focus on Ghana. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/acha.2021.002.

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This paper provides an overview of issues related to disabled children and work. This is a very unexplored topic and the literature is scant, so the paper first provides an overview of some key relevant background information on: disability globally and in Ghana, disability and employment, disabled children and relevant human rights approaches – the UNCRC and UNCRPD. Next examples of research on disabled children and work are presented and lastly some suggested hypotheses and possible research questions are proposed.
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Luzzetti, Matthew, and Lee Ohanian. The General Theory of Employment, Interest, and Money After 75 Years: The Importance of Being in the Right Place at the Right Time. Cambridge, MA: National Bureau of Economic Research, December 2010. http://dx.doi.org/10.3386/w16631.

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Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.
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Singleton, Mark A. First in, Right Choice: The Employment of Special Operations Forces in America's War Against Osama Bin Laden, Al-Qaeda, and Global Terrorism. Fort Belvoir, VA: Defense Technical Information Center, April 2002. http://dx.doi.org/10.21236/ada404724.

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7

Inter-American Development Bank Sustainability Report 2020: Global Reporting Initiative Annex. Inter-American Development Bank, March 2021. http://dx.doi.org/10.18235/0003100.

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The Global Reporting Initiative (GRI) sets global standards for sustainability reporting, relying on best practices for reporting on a range of economic, environmental, and social impacts. This is the IDBs fifth GRI annex, prepared as a supplement to the IDB Sustainability Report. The annex reports on both corporate and operational topics using standardized indicators. The following material topics are included in the annex: active ownership, anticorruption and ethics, biodiversity, climate resilience, employment and labor relations, energy, engagement and coordination, feedback mechanisms, financial inclusion, gender equality and diversity, greenhouse gas (GHG) emissions, health and safety, human rights, indirect economic impacts, market presence, material use, monitoring and evaluation, responsible portfolio, supply chain management, training and education, waste, and water.
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